Everyone’s talking about diversity, so why haven’t most organizations made real progress toward true inclusion? Research is starting to unravel the details, and the answer goes well beyond explicit racism and sexism. We’ve collected executive summaries of the best research pieces on diversity published by HBR over the past few years. We’re calling this collection a “slidedoc” because it’s a PowerPoint that was designed to be read rather than presented. Browse the executive summaries to quickly find the articles that are most relevant to you.

Companies do a better job of increasing diversity when they forgo the control tactics and frame their efforts more positively. The most effective programs spark engagement, increase contact among different groups, or draw on people’s strong desire to look good to others.

The three most popular interventions make firms less diverse, not more, because managers resist strong-arming. For instance, testing job applicants hurts women and minorities — but not because they perform poorly. Hiring managers don’t always test everyone (white men often get a pass) and don’t interpret results consistently.